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Pg1}{\bkmkend Pg1}\par\pard\qj \li3741\sb0\sl-560\slmult0 \par\pard\qj\li3741\sb0\sl-560\slmult0 \par\pard\qj\li3741\ri4011\sb118\sl-560\slmult0 \up0 \expndtw0\charscalex91 \ul0\nosupersub\cf2\f3\fs36 An overview of Japanese \up0 \expndtw0\charscalex92 employment law \par\pard\ql \li3741\sb0\sl-207\slmult0 \par\pard\ql\li3741\sb85\sl-207\slmult0 \up0 \expndtw-5\charscalex100 \ul0\nosupersub\cf1\f2\fs18 LAWRENCE CARTER and KEIJI NASUDA, DLA Piper \par\pard\ql \li907\ri1835\sb448\sl-480\slmult0 \up0 \expndtw0\charscalex97 \ul0\nosupersub\cf2\f3\fs36 Japanese employment law is employee-friendly and rife \up0 \expndtw0\charscalex101 with pitfalls for employers. From hiring to firing, there \up0 \expndtw0\charscalex97 are issues unique to Japan to consider when deciding \up0 \expndtw0\charscalex98 whether to offer employment in Japan.\par\pard\sect\sectd\sbknone\cols2\colno1\colw5714\colsr160\colno2\colw5886\colsr160\ql \li680\sb0\sl-218\slmult0 \par\pard\ql \li680\sb0\sl-218\slmult0 \par\pard\ql \li680\sb0\sl-218\slmult0 \par\pard\ql \li680\sb0\sl-218\slmult0 \par\pard\ql \li680\sb139\sl-218\slmult0 \up0 \expndtw-5\charscalex100 \ul0\nosupersub\cf1\f2\fs18 Employees in Japan enjoy significant protection under\par\pard\ql \li680\ri105\sb11\sl-274\slmult0 \up0 \expndtw-5\charscalex100 Japanese employment law and through well-established court \line \up0 \expndtw-6\charscalex100 precedents. Guidelines and notices issued by the Ministry \line \up0 \expndtw-6\charscalex100 of Health, Labour and Welfare (MHLW) are also employee-\line \up0 \expndtw-5\charscalex100 friendly. In addition, cultural norms and societal expectations \line \up0 \expndtw-4\charscalex100 such as the traditional concept of \u8216?lifetime employment\u8217? play \line \up0 \expndtw-4\charscalex100 important roles in the employer/employee relationship.\par\pard\ql \li680\sb0\sl-218\slmult0 \par\pard\ql \li680\sb105\sl-218\slmult0 \up0 \expndtw0\charscalex105 The employment offer and work rules\par\pard\ql \li680\ri30\sb11\sl-274\slmult0\tx867 \up0 \expndtw-5\charscalex100 Employers must provide employees with certain terms of \line \up0 \expndtw-5\charscalex100 employment in writing. Japanese employment contracts are \line \up0 \expndtw-5\charscalex100 short and simple, and usually supplemented by the work rules. \line \up0 \expndtw-5\charscalex100 There is no requirement that the contract be in Japanese. \line\tab \up0 \expndtw-7\charscalex100 Employers with 10 or more employees must create work rules \line \up0 \expndtw-6\charscalex100 and file them with the Labour Standards Inspection Office. The \line \up0 \expndtw-5\charscalex100 work rules are an important part of the employment contract \line \up0 \expndtw-6\charscalex100 and must stipulate certain terms and conditions of employment, \line \up0 \expndtw-5\charscalex100 such as wages, working hours and leave, termination and \line \up0 \expndtw-5\charscalex100 discipline. Work rules must be submitted to a representative of \line \up0 \expndtw-4\charscalex100 the majority of employees (or a majority union if one exists) for \line \up0 \expndtw-4\charscalex100 comment prior to filing. If there is any discrepancy between \line \up0 \expndtw-4\charscalex100 the work rules and the employment contract, the provision \line \up0 \expndtw-4\charscalex100 that is most favourable to the employee takes priority.\par\pard\ql \li680\sb0\sl-218\slmult0 \par\pard\ql \li680\sb105\sl-218\slmult0 \up0 \expndtw0\charscalex103 Fixed-term contracts\par\pard\ql \li680\ri95\sb11\sl-274\slmult0 \up0 \expndtw-4\charscalex100 Due to difficulties associated with terminating employees, \line \up0 \expndtw-5\charscalex100 employers are increasingly hiring employees for fixed terms of \line \up0 \expndtw-8\charscalex96 employment. Fixed-term agreements are generally required to be \line \up0 \expndtw-8\charscalex96 for three years or less. If the contract is renewable, the criteria to \line \up0 \expndtw-8\charscalex100 be used when making the renewal decision must be provided in \line \up0 \expndtw-3\charscalex100 writing at hiring. If an employee works continuously for more \line \up0 \expndtw-4\charscalex100 than five years on fixed-term agreements with one or more \line \up0 \expndtw-4\charscalex100 renewals, the employer must convert the employment period \line \up0 \expndtw-4\charscalex100 into an indefinite term if the employee makes such a request.\par\pard\column \ql \li5874\sb0\sl-218\slmult0 \par\pard\ql \li5874\sb0\sl-218\slmult0 \par\pard\ql \li5874\sb0\sl-218\slmult0 \par\pard\ql \li5874\sb0\sl-218\slmult0 \par\pard\ql \li20\sb137\sl-218\slmult0 \up0 \expndtw0\charscalex104 Staffing agencies and probationary periods\par\pard\ql \li20\ri874\sb11\sl-274\slmult0\tx217 \up0 \expndtw-6\charscalex100 The use of dispatched employees is popular because the \line \up0 \expndtw-6\charscalex100 employment relationship remains with the dispatching agency. \line \up0 \expndtw-7\charscalex100 This eases some of the difficulties associated with terminations. \line \up0 \expndtw-5\charscalex100 The area is heavily regulated and there are limitations on the \line \up0 \expndtw-3\charscalex100 positions that can be filled by dispatched employees and time \line \up0 \expndtw-6\charscalex100 limits on how long dispatched employees can be used for the \line \up0 \expndtw-8\charscalex96 same position. Violations of the rules could result in the receiving \line \up0 \expndtw-7\charscalex100 company being deemed to have made an offer of employment \line \up0 \expndtw-6\charscalex100 to the dispatched employee. The government is currently \line \up0 \expndtw-5\charscalex100 deliberating on further amendments regarding, for instance, the \line \up0 \expndtw-6\charscalex100 time limits for which dispatched workers can be used. \line\tab \up0 \expndtw-6\charscalex100 Probationary periods are common in Japan. They are \line \up0 \expndtw-5\charscalex100 typically three to six months and should not exceed one \line \up0 \expndtw-4\charscalex100 year. Even during or at the end of the probationary period, \line \up0 \expndtw-4\charscalex100 an employee can be terminated only if the termination is \line \up0 \expndtw-5\charscalex100 objectively reasonable and socially acceptable. Although, this \line \up0 \expndtw-5\charscalex100 test is somewhat easier to meet for probationary employees, it \line \up0 \expndtw-3\charscalex100 may still be difficult to justify the termination.\par\pard\ql \li5874\sb0\sl-218\slmult0 \par\pard\ql \li20\sb105\sl-218\slmult0 \up0 \expndtw0\charscalex107 Overtime and late-night work\par\pard\ql \li20\ri873\sb11\sl-274\slmult0 \up0 \expndtw-4\charscalex100 The minimum overtime allowance is 125% of the employee\u8217?s \up0 \expndtw-5\charscalex100 salary. In addition to this overtime allowance, there is an \line \up0 \expndtw-3\charscalex100 allowance of 25% of salary for late-night work between 10pm \up0 \expndtw-5\charscalex100 and 5am. There are numerous types of overtime allowances \up0 \expndtw-5\charscalex100 such as overtime on a rest day, late-night overtime on a rest \up0 \expndtw-5\charscalex100 day, and overtime in excess of 60 hours per month that can \up0 \expndtw-4\charscalex100 increase the allowance to up to 175% of the employee\u8217?s \line \up0 \expndtw-5\charscalex100 salary. \u8216?Managers\u8217? do not receive overtime allowances but are \up0 \expndtw-3\charscalex100 entitled to late-night work allowances.\par\pard\qj \li20\ri1058\sb1\sl-274\slmult0\fi187 \up0 \expndtw-5\charscalex100 Employers are required to enter into and annually renew a \up0 \expndtw-4\charscalex100 labour-management agreement with the representative of a \up0 \expndtw-5\charscalex100 majority of the employees (or a majority union if one exists) \up0 \expndtw-4\charscalex100 before requiring any employee to work overtime.\par\pard\ql \li7951\sb0\sl-184\slmult0 \par\pard\ql \li7951\sb0\sl-184\slmult0 \par\pard\ql \li2097\sb92\sl-184\slmult0\tx4783 \up0 \expndtw-7\charscalex96 \ul0\nosupersub\cf3\f4\fs16 BRIEFING January/February 2014\tab \up0 \expndtw0\charscalex107 13 \par\pard\sect\sectd\fs24\paperw11900\paperh16820\pard\sb0\sl-240{\bkmkstart Pg2}{\bkmkend Pg2}\par\pard\ql \li1303\sb0\sl-207\slmult0 \par\pard\ql\li1303\sb0\sl-207\slmult0 \par\pard\ql\li1303\sb0\sl-207\slmult0 \par\pard\ql\li1303\sb0\sl-207\slmult0 \par\pard\ql\li1303\sb0\sl-207\slmult0 \par\pard\ql\li1303\sb0\sl-207\slmult0 \par\pard\ql\li1303\sb27\sl-207\slmult0 \up0 \expndtw-5\charscalex100 \ul0\nosupersub\cf5\f6\fs18 An overview of Japanese employment law \par\pard\qj \li1318\ri5011\sb133\sl-280\slmult0 \up0 \expndtw0\charscalex105 \u8216?there are many unwritten rules, court precedents and cultural \line \up0 \expndtw0\charscalex106 norms that impact how the laws are interpreted and applied\u8217?\par\pard\sect\sectd\sbknone\cols2\colno1\colw6111\colsr160\colno2\colw5489\colsr160\ql \li1077\sb0\sl-218\slmult0 \par\pard\ql \li1077\sb0\sl-218\slmult0 \par\pard\ql \li1077\sb0\sl-218\slmult0 \par\pard\ql \li1077\sb0\sl-218\slmult0 \par\pard\ql \li1077\sb0\sl-218\slmult0 \par\pard\ql \li1077\sb209\sl-218\slmult0 \up0 \expndtw0\charscalex102 \ul0\nosupersub\cf1\f2\fs18 Leave rights\par\pard\ql \li1077\ri88\sb11\sl-274\slmult0 \up0 \expndtw-5\charscalex100 Annual leave: newly hired employees are generally granted 10 \up0 \expndtw-4\charscalex100 days\u8217? paid annual leave after the completion of six months\u8217? \up0 \expndtw-6\charscalex100 service. The entitlement rises by one day a year for the\par\pard\qj \li1077\ri157\sb1\sl-274\slmult0 \up0 \expndtw-4\charscalex100 following two years and by two days a year thereafter, up to \up0 \expndtw-6\charscalex100 a maximum of 20 days. Unused leave expires after two years. \up0 \expndtw-6\charscalex100 Employers are not required to buy unused annual leave.\par\pard\ql \li1077\ri35\sb1\sl-274\slmult0\fi187\tx1264 \up0 \expndtw-6\charscalex100 Sick leave: there is no requirement to grant sick leave unless \line \up0 \expndtw-4\charscalex100 the work rules or employment contract provide otherwise. \line\tab \up0 \expndtw-7\charscalex100 Maternity, childcare and family care leave: expectant mothers \line \up0 \expndtw-7\charscalex100 are entitled to six weeks\u8217? leave before the expected delivery (14 \line \up0 \expndtw-5\charscalex100 weeks for multiple births) and eight weeks after giving birth. An \line \up0 \expndtw-6\charscalex100 employee raising a child of up to one year old (or one and a half \line \up0 \expndtw-5\charscalex100 under some conditions) is eligible to take childcare leave until \line \up0 \expndtw-6\charscalex100 the child reaches one (18 months in special cases). Childcare \line \up0 \expndtw-6\charscalex100 leave must be taken at once and not as several short leave \line \up0 \expndtw-6\charscalex100 periods. Employees can also take family care leave for up to \line \up0 \expndtw-7\charscalex100 93 days. These leave periods are generally unpaid.\par\pard\ql \li1077\sb0\sl-274\slmult0 \par\pard\ql \li1077\ri30\sb2\sl-274\slmult0\tx1264 \up0 \expndtw0\charscalex103 Terminations based on performance or misconduct \line \up0 \expndtw-6\charscalex100 Terminations in Japan can be exceedingly difficult. An \line \up0 \expndtw-6\charscalex100 employee can be dismissed only if the employer has objectively \line \up0 \expndtw-5\charscalex100 reasonable grounds to do so and the dismissal would not be \line \up0 \expndtw-6\charscalex100 considered unreasonable in general societal terms. \line\tab \up0 \expndtw-4\charscalex100 Poor performance or misconduct that justifies termination in \line \up0 \expndtw-7\charscalex100 other countries often does not warrant it in Japan. A termination \line \up0 \expndtw-8\charscalex100 that is not justified will be deemed an abuse of the employer\u8217?s \line \up0 \expndtw-6\charscalex100 termination rights. Such a termination is a nullity and the \line \up0 \expndtw-4\charscalex100 employee will be reinstated with back pay if the employee \line \up0 \expndtw-7\charscalex100 seeks such relief. The grounds for dismissal should be stated in \line \up0 \expndtw-8\charscalex100 the company\u8217?s work rules and/or employment contract. However, \line \up0 \expndtw-6\charscalex100 even if an action is stated to be a ground for termination in \line \up0 \expndtw-4\charscalex100 the work rules and/or employment contract, such a provision \line \up0 \expndtw-4\charscalex100 will not be enforceable if a court deems it too harsh. Due to \line \up0 \expndtw-7\charscalex100 the difficulty in justifying a termination, many employers offer \line \up0 \expndtw-8\charscalex97 severance agreements and pay some consideration in exchange \line \up0 \expndtw-7\charscalex100 for the employee\u8217?s voluntary resignation and waiver of claims \line \up0 \expndtw-8\charscalex95 against the employer. Employers must give at least 30 days\u8217? \line \up0 \expndtw-4\charscalex100 notice of dismissal or provide payment in lieu of notice.\par\pard\qj \li1077\sb0\sl-274\slmult0 \par\pard\qj \li1077\ri564\sb2\sl-274\slmult0 \up0 \expndtw0\charscalex104 Reductions in force and redundancy terminations \line \up0 \expndtw-6\charscalex100 There are no redundancy statutes in Japan. Courts use a \line \up0 \expndtw-4\charscalex100 four-part test to determine whether terminations based\par\pard\ql \li1077\sb48\sl-218\slmult0 \up0 \expndtw-4\charscalex100 on the economic conditions of the company are justified.\par\pard\ql \li1077\sb0\sl-184\slmult0 \par\pard\ql \li1077\sb0\sl-184\slmult0 \par\pard\ql \li1077\sb116\sl-184\slmult0\tx1952 \up0 \expndtw0\charscalex107 \ul0\nosupersub\cf3\f4\fs16 14\tab \up0 \expndtw-7\charscalex100 BRIEFING Vol. 21 No. 1\par\pard\column \ql \li6271\sb0\sl-218\slmult0 \par\pard\ql \li6271\sb0\sl-218\slmult0 \par\pard\ql \li6271\sb0\sl-218\slmult0 \par\pard\ql \li6271\sb0\sl-218\slmult0 \par\pard\ql \li6271\sb0\sl-218\slmult0 \par\pard\ql \li20\sb205\sl-218\slmult0 \up0 \expndtw-6\charscalex100 \ul0\nosupersub\cf1\f2\fs18 The elements are: (i) economic necessity; (ii) the employer\par\pard\ql \li20\ri550\sb11\sl-274\slmult0 \up0 \expndtw-5\charscalex100 must have taken reasonable steps to avoid terminations; \line \up0 \expndtw-6\charscalex100 (iii) the employees to be dismissed should be selected using \line \up0 \expndtw-6\charscalex100 reasonable and fair standards; and (iv) termination procedures \line \up0 \expndtw-5\charscalex100 must be reasonable. It is extremely difficult for an employer \line \up0 \expndtw-5\charscalex100 to satisfy this test. As such, reductions in the workforce are \line \up0 \expndtw-5\charscalex100 usually achieved through the offer of severance packages.\par\pard\ql \li6271\sb0\sl-218\slmult0 \par\pard\ql \li20\sb105\sl-218\slmult0 \up0 \expndtw0\charscalex102 Retirement, pensions and allowances\par\pard\qj \li20\ri491\sb11\sl-274\slmult0 \up0 \expndtw-6\charscalex100 There is a prohibition on setting the retirement age at below 60 \up0 \expndtw-6\charscalex100 years. When the retirement age is lower than 65, the employer \up0 \expndtw-7\charscalex100 must (i) raise the retirement age to 65; (ii) establish a system to \up0 \expndtw-6\charscalex100 re-employ employees who wish to work past the retirement age \up0 \expndtw-6\charscalex100 until they reach 65; or (iii) abolish the retirement age.\par\pard\ql \li20\ri561\sb1\sl-274\slmult0\fi187 \up0 \expndtw-5\charscalex100 There is a national pension plan to which employers and \line \up0 \expndtw-6\charscalex100 employees contribute. Employees receive benefits if they have \line \up0 \expndtw-4\charscalex100 paid into the plan for about 25 years (this may be lowered\par\pard\qj \li20\ri477\sb1\sl-274\slmult0 \up0 \expndtw-5\charscalex100 to 10). Foreign nationals are required to join the plan, unless \up0 \expndtw-5\charscalex100 they are from a country with a social security treaty with Japan \up0 \expndtw-5\charscalex100 and meet the treaty requirements. Foreign nationals who have \up0 \expndtw-4\charscalex100 contributed to the pension scheme may have a portion of their \up0 \expndtw-4\charscalex100 contributions refunded to them after they leave Japan.\par\pard\ql \li20\ri512\sb1\sl-274\slmult0\fi187 \up0 \expndtw-8\charscalex96 Employers are not required to pay retirement allowances to \line \up0 \expndtw-8\charscalex96 employees. However, many employers pay a one-time, lump-sum \line \up0 \expndtw-8\charscalex97 payment based on the length of service. In addition, employers \line \up0 \expndtw-8\charscalex96 are increasingly offering private pension plans to employees.\par\pard\ql \li6271\sb0\sl-218\slmult0 \par\pard\ql \li20\sb105\sl-218\slmult0 \up0 \expndtw0\charscalex105 Post-termination restrictive covenants\par\pard\ql \li20\ri504\sb11\sl-274\slmult0 \up0 \expndtw-6\charscalex100 Non-compete clauses are permissible. Whether the provisions \line \up0 \expndtw-8\charscalex100 are enforceable is determined case by case. Courts will examine \line \up0 \expndtw-4\charscalex100 many factors, including the geographic scope of the restraint, \line \up0 \expndtw-4\charscalex100 whether it protects a legitimate business interest and whether \line \up0 \expndtw-5\charscalex100 consideration is paid to the employee. There is no specific \line \up0 \expndtw-3\charscalex100 amount that must be paid, but nominal amounts will probably \line \up0 \expndtw-8\charscalex95 not help an employer seeking to enforce a non-compete covenant.\par\pard\ql \li6271\sb0\sl-218\slmult0 \par\pard\ql \li20\sb105\sl-218\slmult0 \up0 \expndtw0\charscalex100 Conclusion\par\pard\qj \li20\ri513\sb11\sl-274\slmult0 \up0 \expndtw-8\charscalex95 Japanese employment laws appear to be fairly typical and easy to \up0 \expndtw-5\charscalex100 comply with on an initial reading, but there are many unwritten \up0 \expndtw-6\charscalex100 rules, court precedents and cultural norms that impact how the \up0 \expndtw-7\charscalex100 laws are interpreted and applied, such as guidelines and notices \up0 \expndtw-8\charscalex95 issued by the MHLW. These rules, precedents and norms need to \up0 \expndtw-5\charscalex100 be taken into account before action is taken to avoid potential \up0 \expndtw-6\charscalex100 traps and disputes with your workforce in Japan.
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